Human Resource Management
Human Resource is a product of the human relations movement of the early 20th century. When researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transnational work such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research. HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning,industrial and labor relations, and diversity and inclusion.
In startup companies, HR’s duties may be performed by a handful of trained professionals or even by non-HR personnel. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have created programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations likewise seek to engage and further the field of HR, as evidenced by several field-specific publications.
Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage. The objectives of the HR M span right from the manpower needs assessment to management and retention of the same. To this effect Human resource management is responsible for effective designing and implementation of various policies, procedures and programs. It is all about developing and managing knowledge, skills, creativity, aptitude and talent and using them optimally.
Human Resource Management is not just limited to manage and optimally exploit human intellect. It also focuses on managing physical and emotional capital of employees. Considering the intricacies involved, the scope of HR M is widening with every passing day. It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognition’s, Industrial relations, grievance handling, legal procedures etc. In other words, we can say that it’s about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals.
The scope of HR M is extensive and far-reaching. Therefore, it is very difficult to define it concisely. However, we may classify the same under following heads:
- HR M in Personnel Management : This is typically direct manpower management that involves manpower planning, hiring (recruitment and selection), training and development, induction and orientation, transfer, promotion, compensation, layoff and retrenchment, employee productivity. The overall objective here is to ascertain individual growth, development and effectiveness which indirectly contribute to organizational development. It also includes performance appraisal, developing new skills, disbursement of wages, incentives, allowances, traveling policies and procedures and other related courses of actions.
- HR M in Employee Welfare : This particular aspect of HR M deals with working conditions and amenities at workplace. This includes a wide array of responsibilities and services such as safety services, health services, welfare funds, social security and medical services. It also covers appointment of safety officers, making the environment worth working, eliminating workplace hazards, support by top management, job safety, safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical care, sickness benefits, employment injury benefits, personal injury benefits, maternity benefits, unemployment benefits and family benefits. It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. Employee welfare is about determining employees’ real needs and fulfilling them with active participation of both management and employees. In addition to this, it also takes care of canteen facilities, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc
- HR M in Industrial Relations : Since it is a highly sensitive area, it needs careful interactions with labor or employee unions, addressing their grievances and settling the disputes effectively in order to maintain peace and harmony in the organization. It is the art and science of understanding the employment (union-management) relations, joint consultation, disciplinary procedures, solving problems with mutual efforts, understanding human behavior and maintaining work relations,
collective bargaining and settlement of disputes. The main aim is to safeguarding the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on organization. It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management. The scope of HR M is extremely wide, thus, can not be written concisely. However, for the sake of convenience and developing understanding about the subject, we divide it in three categories mentioned above.
Skill Required :
- Organization : Human Resources management requires an orderly approach. Organized files, strong time management skills and personal efficiency are key to the Human Resources function. You’re dealing with people’s lives and careers here, and when a manager requests a personnel file or a compensation recommendation that lines up with both the organization and the industry, it won’t do to say, “Hold on. I’ll see if I can find it.”
- Multitasking : On any day, an HR professional will deal with an employee’s personal issue one minute, a benefit claim the next and a recruiting strategy for a hard-to-fill job the minute after. Priorities and business needs move fast and change fast, and colleague A who needs something doesn’t much care if you’re already helping colleague B. You need to be able to handle it all, all at once.
- Discretion and Business Ethics : Human Resources professionals are the conscience of the company, as well as the keepers of confidential information. As you serve the needs of top management, you also monitor officers approaches to employees to ensure proper ethics are observed. You need to be able to push back when they aren’t, to keep the firm on the straight and narrow. Not an easy responsibility! Of course, you always handle appropriately, and never divulge to any unauthorized person, confidential information about anyone in the organization.
- Dual Focus : HR professionals need to consider the needs of both employees and management. There are times you must make decisions to protect the individual, and other times when you protect the organization, its culture, and values. These decisions may be misunderstood by some, and you may catch flak because of it, but you know that explaining your choices might compromise confidential information. That’s something you would never do.
- Employee Trust : Employees expect Human Resources professionals to advocate for their concerns, yet you must also enforce top management’s policies. The HR professional who can pull off this delicate balancing act wins trust from all concerned.
- Fairness : Successful HR professionals demonstrate fairness. This means that communication is clear, that peoples’ voices are heard, that laws and policies are followed, and that privacy and respect is maintained
- Dedication to Continuous Improvement : HR professionals need to help managers coach and develop their employees. The goal is continued improvement and innovation as well as remediation. And looking to their own houses, the HR professional also uses technology and other means to continuously improve the HR function itself.
- Strategic Orientation : Forward-thinking HR professionals take a leadership role and influence management’s strategic path. In gauging and filling the labor needs of the company, devising compensation schemes, and bringing on board new skill sets leading to business growth, they provide the proof for the often-heard management comment, “People are our most important asset.”
- Team Orientation : Once, companies were organized into hierarchies of workers headed by supervisors. Today, the team is king. HR managers must consequently understand team dynamics and find ways to bring disparate personalities together and make the team work.
Courses Offered :
- Diploma Courses in Human Resource Management.
- Certificate Courses in Human Resource Management.
- Executive Diploma Program in Human Resource Management.
- Bachelor of Business Administration in Human Resource Management.
- Master in Human Resource Development.
- Master of Human Resource Management.
- Master of Business Administration in Human Resource Management.
- Master of Business Administration in Personnel Administration.
- Master Of Business Administration Human Resource Management.
- Post Graduate Program in Human Resource.
Subjects / Syllabus :
Advance Level I
This program is your first step towards entering the industry as a trainee. It provides you with a broad appreciation of the contemporary business environment. You will develop a thorough understanding of the organisation structure and basic functioning of a business enterprise. At this level you will be trained in the following courses :
- Business Basics : In this course you will be introduced to the processes which are followed for making basic business decisions. You will also develop an understanding of the economics of business, the concepts of demand, supply and profit and how these affect organisations.
- Marketing Fundamentals : In this course you will build a foundation in the basic processes involved in the marketing function. You will understand how a marketing plan is developed and learn methods of measuring marketing productivity and the importance of lifetime value of customers. You will also learn the processes of market segmentation, targeting and positioning. Service Marketing and Global Marketing will also form a part of the learning in this course.
- Financial Accounting Fundamentals : During this course you will learn about accounting concepts and preparing books of accounts. You will also learn how to prepare financial statements and the impact of accounting methods on business.
- Cutting Edge Level I : In this course, you will enhance your language and personality skills, as well as, develop abilities in time and resource management. You will also attend grooming sessions and be trained in interview skills. Apart from regular workshops, you will attend a Cutting Edge Camp, which will take you on an intensive journey of self discovery and goal setting to help you accomplish your objectives in life.
Advance Level II
- Sales : You will understand Sales which is a primary activity in any business organisation. You will learn basic Sales processes and how to apply them in business situations. Sales processes include sales preparation, lead management as well as effective selling techniques.
- Research & Analytic : In this course, you will learn how to capture data relevant for making business decisions and study how to implement suitable research techniques. You will be introduced to various research methodologies, statistical concepts and quantitative techniques. You will also be introduced to various qualitative methods such as interviewing techniques, sampling and tools like ethnography, online interviews, observation, etc.
- HR & Talent Management : As a business professional you need to have an understanding of human capital as an important resource. In this course, you will learn the fundamentals of HR and the processes involved in planning and performance management. You will also learn about various types of organisational structure, the importance of training and development and the role of an HR Manager in an organisation.
- Costing, M.I.S & Budgetary Control : During this course, you will learn the differences between financial and cost accounting, costing methods and techniques and their applications. You will be introduced to various cost concepts and classifications and preparation of cost sheets. The course will also include analysis, distribution, control and treatment of overheads.
- Cutting Edge Level II : In this level, you will develop time management skills along with the ability to manage other resources. This course will focus on personal effectiveness, conflict management and negotiation skills. You will also learn the importance of Integrity as a key to success.
Eligibility & Admission Process :
For admission in a bachelor’s degree, the candidate must have passed the higher secondary school certificate (10+2) examination. The duration for this course is 3 years.
The eligibility criteria for pursuing a master’s degree are holding a bachelor’s degree. Students will have to attend an entrance exam such as M.A.T / C.A.T / X.A.T or A.T.M.A to get admitted into this course. The duration for this course is 2 years.
- Sri Krishnadevaraya University, Andhra Pradesh.
- Andhra University, Andhra Pradesh.
- Indian Institute of Social Welfare & Business Management, West Bengal.
- Institute of Management Technology, West Bengal.
- St. Joseph College of Business Administration, Karnataka.
- St. Josephs Evening College, Karnataka.
- Annamalai University, Tamil Nadu.
- University of Delhi, Delhi.
- Symbiosis Center for Distance Learning, Maharashtra.
- Symbiosis Institute of Business Management, Maharashtra.
- Barkatullah Vishwavidyalaya, Madhya Pradesh.
Job Prospects & Salaries :
There are multiple job opportunities in this field. Almost all companies require HR administrators in the matters of hiring workers, their training, salary administration and handling union management relations. HR managers are involved in recruitment and selection, compensation and benefits, retention and welfare as well as firing of employees.
HR graduates, especially graduates with a bachelor’s degree in HR, human resources administration, or industrial and labor relations should manage to acquire a decent job any MN-Cs, corporate houses, industries, schools and colleges. Those with a business or technical background or liberal arts education will also find adequate number of jobs in India. Demand for human resources, training, and labor relations managers and specialists mostly depends on the economic scenario of the country and the staffing needs of the companies in which they work .
Some job titles: –
- HR Generalist.
- Staffing Director.
- Technical Recruiter.
- Compensation Manager.
- Employee Relations Manager.
- Employment or Placement Manager.
- Director of HR Training and Development.
- Organizational development and change consultant.
HR Management is a lucrative field. The salary of HR professionals differs depending on the company, economic activity, geographic location and profitability. Well-experienced H.R administrators can earn around Rs. 10000 – Rs. 30000 every month particularly in private organizations. Graduate professionals from good B-schools can earn between 3 lac to 5 lac per annul. The remuneration also depends upon individual’s qualification and experience. Professionals in senior level position can earn around Rs 50,000 to 60,000 every month.